Introduction Despite persistently low employment rates among working-age adults with disabilities, prior research on employer practices and attitudes toward workers with disabilities paints a generally rosy picture of successfully accommodated workers in a welcoming environment. Findings from previous studies might have been biased because of either employer self-selection or social desirability, yielding non-representative or artificially positive conclusions. Methods In this study, a novel approach was used to survey human resource professionals and supervisors working for employers known or reputed to be resistant to complying with the ADA’s employment provisions. Attendees of employer-requested ADA training sessions were asked to assess various possible reasons that employers in general might not hire, retain, or accommodate workers with disabilities and to rate strategies and policy changes that might make it more likely for employers to do so. Results As cited by respondents, the principal barriers to employing workers with disabilities are lack of awareness of disability and accommodation issues, concern over costs, and fear of legal liability. With regard to strategies employers might use to increase hiring and retention, respondents identified increased training and centralized disability and accommodation expertise and mechanisms. Public policy approaches preferred by respondents include no-cost external problem-solving, subsidized accommodations, tax breaks, and mediation in lieu of formal complaints or lawsuits. Conclusions Findings suggest straightforward approaches that employers might use to facilitate hiring and retention of workers with disabilities, as well as new public programs or policy changes that could increase labor force participation among working-age adults who have disabilities.

/pdf/why-don-t-employers-hire-and-retain-workers-with-44xk07h8hc.pdf

Why Don’t Employers Hire and Retain Workers with Disabilities?

Purpose A lack of social acceptance by non-disabled co-workers is often the reason why employees with disabilities fail to stay in regular organizations for sustained periods. The aim of the study is to present a coherent review of the extant literature on factors affecting the acceptance of people with disabilities in regular employment. Method We conducted a search of the electronic databases PsychINFO and Web of Science (period: 1996–2011) supplemented with a search for additional relevant articles by means of cross-referencing. In total 48 articles were selected, coded and analyzed by three coders into three overarching themes. Results The analysis of included articles shows that the acceptance of employees with disabilities is influenced by three main variable groups: characteristics of co-workers, of the persons with disabilities and of the employers/organizations. Most studies present factors that influence co-workers’ or employers’ attitudes toward employees with disabilities such as demographic variables. Conclusion Although, recent research has started to accumulate findings on factors that affect the acceptance of employees with disabilities, many gaps remain in the understanding of the concept of acceptance and its relation to the employment of people with disabilities.

/pdf/factors-affecting-the-acceptance-of-people-with-disabilities-4tiigcj7jr.pdf

Factors Affecting the Acceptance of People with Disabilities at Work: A Literature Review

Purpose We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers’ concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Methods Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017. We selected articles for inclusion that were peer-reviewed publications, had a sample involving people with disabilities, conducted an empirical study with at least one outcome focusing on the benefits of hiring people with disabilities, and focused on competitive employment. Two reviewers independently applied the inclusion criteria, extracted the data, and rated the study quality. Results Of the 6176 studies identified in our search, 39 articles met our inclusion criteria. Findings show that benefits of hiring people with disabilities included improvements in profitability (e.g., profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety), inclusive work culture, and ability awareness. Secondary benefits for people with disabilities included improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community. Conclusions There are several benefits to hiring people with disabilities. Further research is needed to explore how benefits may vary by type of disability, industry, and job type.

A Systematic Review of the Benefits of Hiring People with Disabilities

The purpose of this review was to provide an update of research findings on employers' attitudes toward workers with disabilities. Fifteen studies published in the last decade were examined. It was found that employers showed positive general attitudes toward workers with disabilities, but had some reservations toward hiring workers with certain types of disabilities. Positive past experiences with individuals with disabilities were associated with more willingness to hire and retain employees with disabilities. However, fewer concerns were identified in this review than previous reviews.

Employer attitudes toward workers with disabilities: A review of research in the past decade

The aim of this study is to holistically synthesise the extent and range of literature relating to the employment of individuals with autism spectrum disorder. Database searches of Medline, CINAHL, PsychINFO, Scopus, ERIC, Web of Science and EMBASE were conducted. Studies describing adults with autism spectrum disorder employed in competitive, supported or sheltered employment were included. Content analysis was used to identify the strengths and abilities in the workplace of employees with autism spectrum disorder. Finally, meaningful concepts relating to employment interventions were extracted and linked to the International Classification of Functioning, Disability and Health Core Sets for autism spectrum disorder. The search identified 134 studies for inclusion with methodological quality ranging from limited to strong. Of these studies, only 36 evaluated employment interventions that were coded and linked to the International Classification of Functioning, Disability and Health, primarily focusing on modifying autism spectrum disorder characteristics for improved job performance, with little consideration of the impact of contextual factors on work participation. The International Classification of Functioning, Disability and Health Core Sets for autism spectrum disorder are a useful tool in holistically examining the employment literature for individuals with autism spectrum disorder. This review highlighted the key role that environmental factors play as barriers and facilitators in the employment of people with autism spectrum disorder and the critical need for interventions which target contextual factors if employment outcomes are to be improved.

/pdf/factors-impacting-employment-for-people-with-autism-spectrum-jtobnhyyu8.pdf

Factors impacting employment for people with autism spectrum disorder: A scoping review:

Despite the legal mandates of the ADA, people with disabilities continue to be underrepresented in the workforce. While there does exist an established body of research devoted to the hiring of individuals with disabilities, information on retaining individuals with disabilities in the workplace has not been reflected as often in the critical discourse devoted to disability and employment practices. This article analyzes data from an ongoing study conducted by the Job Accommodation Network (JAN), a service of ODEP (Department of Labor 1004062R), showing that employers benefited from hiring, retaining, and accommodating individuals with disabilities. Benefits derived by employers include the ability to retain quality employees, increased company profitability, and an avoidance of costs associated with hiring and training a new employee. In addition to these benefits, providing accommodations in order to retain employees is shown to improve organizational culture and climate, as well as fostering a sense among all employees that employers recognize both the value of the individual worker as a human being, and the inherent social benefits of creating and sustaining an inclusive workplace.

Employers' perceptions of the benefits of workplace accommodations: Reasons to hire, retain and promote people with disabilities

According to 2007 statistics reported by the Substance Abuse and Mental Health Services Administration (SAMHSA, 2008), there were an estimated 22.3 million individuals in the U.S. aged 12 or older (9% of the population) who met the DSM-IV diagnostic criteria for either substance abuse or dependence. Of those 22.3 million, 15.5 million were classified with alcohol abuse or dependence, 3.7 million were classified with drug abuse or dependence, and approximately 3.2 million had abuse or dependence on both alcohol and drugs. The present study examines employment outcomes and workplace accommodation issues for individuals with substance abuse disorders. Rehabilitation Services Administration (RSA) client service records show the types of employment successfully rehabilitated individuals have attained. Workplace accommodation information, however, is not included in the RSA case-closure record (RSA-911 form). Given the importance of workplace accommodations, data from the Job Accommodation Network (JAN) have been incorporated to provide a more complete picture of the services needed for individuals with substance abuse disorders to retain employment. Thus, the focus of the current article is on approaches to serving individuals with substance abuse disorders, drawn from two databases. Analyses are conducted to examine the rates of successful employment outcomes (case closures) of clients with either alcoholism or drug addictions who were served by the State/Federal Vocational Rehabilitation System across three years (1996, 2000, 2004). A primary reason for selecting 1996 as the first year for the RSA data was that the available JAN database spanned 1996 to 2005. Counselors in the Rehabilitation Services Administration (RSA) provide counseling and employment-related services to individuals with disabilities to obtain employment and live more independently (Rehabilitation Services Administration, 2006). Analyses are conducted to examine the prevalence of accommodation inquiries made to the Job Accommodation Network (JAN) for clients with substance abuse (alcoholism or drug addiction). JAN is a free resource for information regarding job accommodations and Title I of the ADA. The service is available free of charge to anyone, but the majority of inquiries (68%) are from employers and individuals with disabilities. JAN averages about 32,000 telephone inquiries (cases) per year and provides one-on-one consultation (and follow-up materials and communications, as necessary) to each person about all aspects of job accommodation, including the accommodation process, effective accommodation options, funding sources for accommodations, product information, disability awareness, and legal rights and responsibilities under the employment provisions of the ADA. The following research questions are investigated: 1. What are the demographic characteristics for individuals with substance abuse disorders (Alcoholism vs Drug Addiction) who received Vocational Rehabilitation services? 2. Are there differences between clients (consumers) with Alcoholism vs Drug Addiction, in terms of Vocational Rehabilitation services received and outcome (rehabilitated vs not rehabilitated)? 3. What occupations were involved for those Vocational Rehabilitation consumers whose outcomes were successful (rehabilitated)? 4. In the JAN case data for substance abuse calls from 1996 to 2005, what are the relative proportions of (a) Causative Factor, (b) Caller Industry, (c) Job Function, and (d) Issue Discussed? 5. What commonalities link the findings from the RSA cases to the findings from the JAN cases on substance abuse disorders? In the workplace, individuals with substance abuse disorders often exhibit difficulties with attendance, concentration, staying organized, meeting deadlines, handling stress, and maintaining stamina during the workday (Batiste, 2005a; 2005b). The obligation to provide accommodations for people with substance abuse under the ADA can be confusing to employers because the obligation differs somewhat from the obligation to accommodate employees with other types of disabilities. …

Vocational Rehabilitation and Job Accommodations for Individuals with Substance Abuse Disorders

The provision of assistive technology (AT) as an accommodation is often associated with a cost. Employer concerns about the cost of providing AT can be a barrier for individuals with disabilities (IWD) who are seeking employment. Rehabilitation counselors & students should be prepared to address employer concerns regarding the cost of an accommodation in order to facilitate successful job placement and/or retention of IWD. This study evaluated the average cost of providing AT in the workplace compared to the average cost of providing other types of accommodations, as reported to the Job Accommodation Network (JAN) by employers. Results of this study show that there is no significant difference in the cost of providing AT in comparison to the cost of providing other types of accommodations (N=72). Rehabilitation professionals can use this information when exploring strategies for negotiating for the use of assistive technology by consumers as an accommodation.

Exploring the Costs of Providing Assistive Technology as a Reasonable Accommodation

Interest in emergency evacuation planning has increased since the September 11 terrorist attacks (9/11). In turn, the Job Accommodation Network (JAN) started receiving more questions about how to include employees with disabilities in such plans. JAN case data on the emergency evacuation of people with disabilities were reviewed. Case data from the four years prior to 9/11 (from September 11, 1997, to September 11, 2001) were compared to case data from the four years after 9/11 (from September 11, 2001, to September 11, 2005).

Beth Loy

Papers

Employers' perceptions of the benefits of workplace accommodations: Reasons to hire, retain and promote people with disabilities

Vocational Rehabilitation and Job Accommodations for Individuals with Substance Abuse Disorders

Exploring the Costs of Providing Assistive Technology as a Reasonable Accommodation

Including employees with disabilities in emergency evacuation plans: 9/11's effect on the demand for information.

Evacuation preparedness: managing the safety of employees with disabilities.